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Plan Your Recruiting to Ensure Successful Candidate Selection
 

Plan Your Recruiting to Ensure Successful Candidate Selection

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Recruiterbox is the easiest way to track applicants in one place with our online recruiting and resume management software, applicant tracking systems and other online recruitment systems. It is more ...

Recruiterbox is the easiest way to track applicants in one place with our online recruiting and resume management software, applicant tracking systems and other online recruitment systems. It is more efficient than email and simple to use!

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    Plan Your Recruiting to Ensure Successful Candidate Selection Plan Your Recruiting to Ensure Successful Candidate Selection Presentation Transcript

    • Plan Your Recruiting toEnsure SuccessfulCandidate Selectionhttp://www.recruiterbox.com/May 2013
    • A resume is important, of course; it gives you an aerial view of the candidate athand. However, it cannot tell you much about the candidate’s interests,personality, or sensibilities. The other information not contained in the resume cansay a lot about performance in the work place. The hiring process is arduous andrequires that the hiring managers pay a lot of attention to a lot of things. Herewe’ve provided a simple outline for procedures to adhere to in order to make thisprocess as smooth as possible during your hunt for the perfect candidate.The Importance of Planning andStructure During the Hiring Process“He who fails to plan is planning to fail.”this famous quote that has been attributedto Winston Churchill during World War II.This is a mantra that businesses everywhereshould be subscribing to.Many companies may hire candidatesbased on the face value of their resume.However, by doing so there are a lot ofgreat opportunities to find the absolutebest fitting candidate that are missed.
    • Identify PositionsIdentify the positions that you need to have filled. Soundssimple enough, right?• Look at the needs of your company. Where areyou struggling most? What functions need to becovered and how much of a work force isneeded in order to alleviate your deficiencies?• After detecting which positions you need filled,you can then discover the specific duties thatthese positions will be covering.• Having an understanding of the exact positionand number of hires you are aiming for will helpyou with your overall hiring strategy. This is thestarting point.
    • Determine QualitiesDetermine six to eight prominent qualities that the candidatesshould possess.• It’s important to create a profile or adetailed job description so that you willbecome aware of exactly whatqualities you believe are needed inorder to be successful in the positionthat you are hiring for.• In order to create this list of qualities ithelps to speak to your currentemployees to discover what qualitiesthey believe are necessary in order tobe effective in the given vacantposition.• On another note, this list can also bevery helpful to the interviewee so thatthey may ask themselves if they believethe possess the qualities that you aresearching for as well.
    • OutreachDetermine the scope of your publication and venue usage.• Publishing your job openings can costmoney. It’s a good idea to determine howfar to cast your net when searching for greatcandidates. Consider the level of the positionand the skills that are needed in order tosuccessfully fill that opening. For entry leveljobs, it may not be necessary to take a jobposting national; however, for executivelevel jobs, it may be needed in order toensure you are visible to the best candidatesout there.• There are venues you could utilize for yourlocal hiring campaigns. There are seminars,job fares, conferences, etc. Determinewhether or not this is something that wouldbenefit your company or not.
    • StandardsSet some standards in place in order to narrow your list ofcandidates down to a manageable number.• Based on the list of six to eightqualities that you’ve created, youwill be able to narrow your list ofcandidates down. From thereyou can also determine the orderof which you’d like to invite thecandidate for an interview.• Doing this will eliminate theneed to interview every singleapplicant and will streamlineyour hiring process.
    • The Interview ProcessThis is the fun part; however, it is also one of the mostcritical, and it will require your undivided attention.• To run a smooth operation, you willwant to decide early on who will beparticipating in the interviews. To dothis you will want to consider who isessential within the department thatyou are hiring for and perhaps evenother from departments that wouldbe working closely with thecandidate upon hire.• You will want to work out your screening questions well before your interview. For flow itwould be great to know who is taking the lead on the interview and who is askingparticular questions. Having a set of questions that you ask each candidate will giveyou a fine way of putting each candidate on level ground with each other so that youcan better delineate who may be the best person to fill your open position.
    • Once you’ve had all of your interviews, the process becomes simple.• Talk everything over with your fellow interviewers.• Figure out who is best qualified on paper.• Figure out who has the personality type and qualities that will work well within yourwork place.• Weigh out your strongest candidates and make your decision.• Once you make your decision, contact the candidate right away. Chances are ifyou feel good about him or her, then another potential employer feels the sameway. Strike while the iron is hot!Make The Call
    • Contact UsRecruiterBox is the secret to successful recruiting.Receive and manage job applications effortlessly withtheir innovative tracking software that makes finding,and hiring, the perfect candidates easy!Visit us today at http://recruiterbox.com/